Work experience – the employer’s role

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The contribution of employers to the school curriculum is immense, and the following guidance will allow you to understand how to undertake work experience safely, and with the maximum benefit for your business and the young learner. It is intended mainly for pre-16 work experience but can be applied to any temporary placement on your premises.

Work experience is the most important factor in shaping young people’s perceptions of the world of work. It helps them to learn about a particular occupation, gain valuable personal skills such as independence and team work, and to understand the expectations of employers.

As an employer you have the opportunity to help shape the future workforce and give your employees the chance to develop their supervisory skills. Getting involved in work experience shows your company is committed to helping the community.

The current Programmes of Study for 14 to 19 year olds in schools and colleges involve activities using the context of work to develop knowledge, skills and understanding useful in work, including learning through the experience of work, learning about work and working practices, and learning the skills for work. This may include work simulations and group visits but actual work experience is still the most direct way this is carried out.

Pre-16 Work Experience

The two main options for work experience pre 16 are:

Block Work Experience. Most learners undertake a two week block at some point in Y10 or Y11 while they are still at school. It helps them to learn more about work and helps to prepare them for their future contribution to society.

The Education Act (1966) defines work experience as “A placement on an employer’s premises in which a learner carries out a particular task or duty, or range of tasks or duties, more or less as would an employee, but with an emphasis on the learning aspects of the experience”.

Extended Work Experience. Some learners may undertake work experience over a longer period often for one or more days per week. This may be to allow them to follow a practical qualification in the work place or for their own development.

Post-16 Work Experience

A variety of options post 16 have work experience as a key component. Currently the key programmes are:

Vocational Placementssupport vocational courses which require direct knowledge of the industry. They are sometimes part of the course requirements and they are usually unpaid.

Traineeships provide a structured opportunity for young people who are motivated by work to develop the skills and experience they need in order to be attractive to employers.

Apprenticeships provide a real job with training so that you can earn as you learn. They take between 1-4 years to complete and cover 1400 job roles.

Internships provide on-the-job training generally for white collar and professional careers. They can be paid or voluntary and sometimes the student has to pay the employer for the experience.

Work Experience and the Law

Section 560 of the Education Act 1996 allows work experience at any time during the last two years of compulsory schooling (Years 10 and 11). The Act also prohibits work experience where the work itself is subject to a statutory age limit. Local Authorities have overall responsibility for how work experience is managed in their area.

Insurance

Learners on work experience are covered under Employers Liability Insurance and Public Liability Insurance as are other employees. It is advisable that insurers are advised that a learner will be on the premises and the dates. For organisations covered by Crown Indemnity a statement should be forwarded to the school explaining the exemption and including any forms or paperwork which require signature by parents/schools to acknowledge this.

During 2005 the Association of British Insurers removed the legal necessity for sole traders to take out ELI. However for the duration of work experience the learner will not be covered without it so employers are strongly encouraged to find out whether they have suitable Public Liability Insurance which would cover the learner and their work activities, or what the cost of temporary ELI cover would be and whether or not schools/parents are willing to cover this.

Working Hours and Conditions

Work placements to support pre-16 learning must be compliant with the EU Working Time Directive. The number of hours and the pattern of work on any placement are normally a matter of agreement between employer, school, parents / carers and learner. Local Authorities and schools may stipulate a maximum number of hours to ensure that learners are not asked to work excessively long hours or unsocial hours.

Start/finish times need not be restricted to school hours but must be agreed beforehand by all parties. Unless the nature of the work does not allow, placements should be between 07:00 and 19:00. In addition a minimum Half hour break should be allowed after a 4.5-hour period of working, a maximum of 8 hours per day and 35 hours per week should apply. (Work experience: A Guide for Secondary Schools, DfES 2002).

For learners with Saturday jobs, the hours must be aggregated; therefore learners on full- time work experience will be doing excessive hours if they also have part time jobs at the weekend.

Payment

Learners are not entitled to receive payment while on a work placement, as it is part of their continuing education programme. However, should an employer wish to contribute to certain expenses such as traveling, meals or by extending the benefits of any employee welfare scheme to learners engaged on work experience, this is quite acceptable.

Preparing to take a student

Employers have the primary duty of care for young learners on their premises, however the placement should be managed by a clear agreement between employer, central organiser, school and parents covering all circumstances, and ensuring that sufficient information has been communicated to allow for safe management.

Planning for work experience may include:

Being aware of the objectives of the learner including projects or assignments

Giving information about the company and its activities to schools and parents

Ensuring that other employees are informed about work experience

Complying with legal requirements such as health and safety, equality and child protection regulations

Clear induction on day 1

Providing a planned programme of work

Being supportive

Ensuring adequate supervision and monitoring throughout the placement

Reviewing how things went after the placement

Consent

Before the learner starts you will normally be asked to sign a consent form. This form is usually brought to the Employer by the student at the formal interview. It will generally be signed by both the parent and the student. If you are satisfied that the placement can take place, please sign the form and allow the student to return it unless you have been asked to do something different by the school or the organisation setting up the work experience placement opportunity. Accompanying the form should be a copy of the Job Description for the placement.

Induction

A comprehensive induction should be given to learners on day 1 and should include:

Emergency arrangements (fire, accident and first aid)

Any significant risks which may affect them e.g. machinery, equipment, manual handling, hazardous substances, slips/trips, dealing with the public

Control measures e.g. safe systems of work, supervision, use of PPE, signs and notices